Imagine a nation where every woman, from rural artisan to urban innovator, steps into the workforce not as a participant, but as a powerhouse driving economic transformation. This is the promise of Viksit Bharat, which envisions a developed India by 2047, centring women’s financial inclusion and empowering them through education, skills, safety, and entrepreneurship to unleash Nari Shakti for national growth.

One of the key pillars of achieving Viksit Bharat is ensuring at least 70 per cent workforce participation by women, making them equal stakeholders in India’s growth story.

India has witnessed a remarkable increase in the female workforce participation rate. The women's employment rate nearly doubled between 2017-18 and 2023-24. Data from the Ministry of Labour and Employment states that the female Labour Force Participation Rate increased from 23.3 per cent in 2017-18 to 41.7 per cent in 2023-24.

More recently, Female WPR rose to 32 per cent in August from 31.6 per cent in July and 30.2 per cent in June, and Female LFPR increased to 33.7 per cent in August from 33.3 per cent in July and 32 per cent in June this year.

Besides, the latest EPFO payroll data highlights a growing trend of formal employment among women. During 2024–25, 26.9 lakh net female subscribers were added to EPFO. In July, ~2.80 lakh new female subscribers joined, and the net female payroll addition stood at ~4.42 lakh, asserting today’s more inclusive and diverse workforce.

Over the past decade, India has recorded the most significant rise in women’s labour force participation among the BRICS nations, according to World Bank Data. Between 2015 and 2024, India’s female labour force participation rate has surged, with a growth of over 23 per cent. In contrast, Brazil, China, and Russia experienced either stagnation or slight declines, while South Africa posted only modest gains.

This upward trajectory reflects India’s rapid transformation in women’s economic inclusion, driven by targeted policy initiatives that expand access to skills, credit, and formal employment.

The country’s decade-long momentum positions it as a model of inclusive growth within BRICS, demonstrating that sustained policy focus can transform women’s economic empowerment into a national growth driver.

Labour laws in India cover a wide range of provisions aimed at regulating employment and ensuring the protection and welfare of women workers. A summary of the key legal safeguards and entitlements for women employees is provided below:

The Maternity Benefit Act, 1961, which provides maternity benefits to women employees, was amended in 2017 that extend maternity leave from 12 to 26 weeks. In addition to granting maternity leave, the Act mandates that employers with 50 or more employees must establish and maintain a crèche within the workplace. This crèche is intended to cater to the needs of children, ensuring a convenient way for working mothers to leave their children in a safe space during working hours. Now the act also includes provisions for surrogate mothers, aiming to support and promote women’s participation in the workforce.

According to the BRICS Women's Development Report 2025, India stands out for its generous paid maternity leave provisions, offering 182 days, the second longest in the group, behind only Iran's 270 days. This exceeds durations in other BRICS nations, such as Brazil, South Africa, and Ethiopia, 120 days each, Egypt and Indonesia, 90 days each, and the UAE, 60 days. The report emphasises India’s position as a leader in fostering family-friendly workplaces to enhance women's retention and participation.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, plays a pivotal role in fostering a safe and secure working environment by actively preventing and addressing instances of sexual harassment in the workplace, indirectly enhancing women’s participation in the workforce.

One of its key provisions is the mandatory creation of Internal Complaints Committees within organisations, which are responsible for addressing complaints related to sexual harassment and ensuring a fair and confidential redressal process.

The ICC comprises both internal and external members, including a presiding officer, representatives from among employees, and a member from a non-governmental organisation or association committed to women’s rights.

The Act outlines the procedures and timeframes for the resolution of complaints, promoting a workplace culture that prioritises the dignity and well-being of women employees.

The POSH Act also requires district administrations to constitute a Local Complaints Committee in each district to focus on cases where the complaints are lodged against the employer themselves or in organisations with less than 10 employees, where an Internal Complaints Committee is not constituted.

The Equal Remuneration Act, 1976, is a significant legislation designed to eliminate gender-based wage discrimination and emphasises the principle of equal pay for equal work, ensuring women receive the same remuneration for identical or similar work. The Act promotes fairness, non-discrimination, and equal opportunities for both male and female workers, fostering a more equitable work environment.

According to the BRICS Women's Development Report 2025, India ranks 120th globally in gender pay equity (2024 data), closely mirroring peers like Brazil (118th), Iran (114th), and South Africa (113th), while trailing behind China (14th) and the UAE (10th). Note that the higher the ranking, the better the situation of equal pay for men and women. This positioning underscores India’s progress in bridging the pay gap.

Code on Social Security-2020 strengthens protections for women by extending maternity, health, and social security benefits to all categories of workers, including those in the unorganised and platform sectors.

The Code also emphasises inclusivity across all sectors of employment under the Employees’ State Insurance Scheme, notably extending its benefits to plantation workers. This provision is particularly beneficial for women engaged in tea and coffee plantations, providing them with essential support and ensuring their well-being.

The Occupational Safety, Health, and Working Conditions Code-2020 incorporates specific provisions to address the occupational safety, health, and welfare of workers, including women. It emphasises a secure and healthy working environment, with attention to women’s unique health needs and mandates free annual health checkups for all workers. This Code allows women to work night shifts with their consent, provided employers ensure their safety. It also requires employers to offer transportation for women working at night, reinforcing protection for female employees across work settings.

The law also mandates that employers ensure adequate safety measures for women in hazardous occupations and provide crèche facilities for children under the age of six in establishments with over fifty workers, as prescribed by the Government.

Over the last decade, India has been witnessing an unprecedented transformation in women’s workforce participation. The steady rise in women joining the labour force, the surge in women-led enterprises, and the mainstreaming of gender-sensitive policies signal a new era where Nari Shakti is powering the nation’s growth. From village entrepreneurs to corporate leaders, women are increasingly shaping India’s economic and social landscape.

As India moves towards the vision of a Viksit Bharat@2047, the empowerment of women at work is not just a priority—it is a defining force of national progress. By ensuring safe, equitable, and opportunity-rich workplaces, the country is unlocking the potential of half its population, laying the path for a stronger, more inclusive, and globally competitive India.